From 15 August 2005 employers in
Statement of legal position
If you are considering legal action as a result of detriment caused by bullying, this statement may be of use to you when preparing your case and instructing solicitors (who may not have this knowledge). If you are an employer, the bully is choosing to behave in a manner in which you may be vicariously liable under the following areas of law.
You could include this introductory paragraph to educate those reading your statement:
‘The purpose of bullying is to hide inadequacy. By choosing to bully, a person is choosing to reveal their inadequacy, and the extent to which a person chooses to bully can be used as a measure of their inadequacy. The bully projects their inadequacy on to others a) to avoid facing up to their inadequacy and doing something about it, b) to avoid accepting responsibility for their behaviour and the effect it has on others, and c) most importantly, to distract and divert attention away from their inadequacy. In a badly-managed or insecure workplace this is how inadequate and incompetent people keep their jobs. The bully's projection is maintained with compulsive lying, a Jekyll and Hyde nature, and charm. The purpose of charm is deception. The validity of the bully's testimony in disciplinary procedures, appeal hearings, tribunal and court proceedings (under oath) cannot be relied on.’
Workplace bullying is defined by WorkSafe
Of you have been the victim of workplace bullying you may also be able to bring a civil claim for damages against your employer and/or the bully. If you have been bullied at work, Advice Line Lawyers can provide you with advice on your legal options.
Employment Law - Workplace Bullying
Workplace bullying has been with us ever since the advent of the Industrial Revolution. Interestingly in
Research indicates that workplace bullying is widespread and that it is more prevalent that harassment. What is also interesting is that in
Under the NSW Occupational Health and Safety Act 2000 an employer has an obligation to ensure the health, safety and welfare of all employees and this extends to bullying.
Employers also have a duty to take reasonable care for the safety of their employees at work. Essentially bullying is repeated inappropriate behaviour directed against a person by one or a number of other employees in the course of employment which could reasonably be regarded as undermining an individual's right to dignity at work.
Bullying behaviour is not only restricted to employees but it may involve anyone with whom employees of the business come into contact in the ordinary course of their employment whilst at work. Bullying may be active or passive, direct or indirect, physical or psychological but it does include:
- Unacceptable language and rudeness;
- Coercive behaviour directed against someone including their property;
- Unreasonable teasing;
- All forms of intimidating behaviour including physical assault or threats;
- Marginalising or ignoring someone;
- Any form of demeaning behaviour whether business or personal which serves to denigrate the individual being attacked;
- Abuses of authority;
Employers have the right to supervise, direct and control work and they have the responsibility to monitor workflow and gauge performance. They are entitled to set reasonable goals and standards including KPIs and deadlines which have to balanced against the responsibility to look after the health, safety and welfare of their workforce.
The Consequences of Bullying Different employees react differently. Bullying essentially may result in unwarranted stress, ill health, inability to make decision, incapacity to work, depression, physical injury and more. Wherever bullying occurs there is the potential for legal action.
There is a body of law which is developing which suggests that an employee can sue his employer for a breach of an implied duty of trust and confidence. Bullying and harassment seems to fit squarely written this. Employers need to exercise care! General Legal Requirements Legislation, Australian Workplace Agreements, Certified Agreements, Industrial Awards and the Common Law cover the field. Primarily Industrial, Occupational Health and Safety and Anti- Discrimination Legislation applies to this area. In the latter bullying may sometimes involve harassment or discrimination where a person unreasonably picks on a personal characteristic such as race, sex, pregnancy, marital status, religious beliefs, disability or age which causes another to feel embarrassed, humiliated, offended or intimidated.
Action Bullying should never be tolerated under any circumstances. Employers can develop clear workplace guidelines, practices and policies to safeguard everyone. Reducing the risk of exposure to workplace bullying would assist employers to satisfy their general duty of care to protect themselves and their employees. Irrespective whether employer or employee where workplace bullying arises there is a legal exposure and the advice of an experienced employment lawyer needs to be secured
source: www.findlaw.com.au; www.bullyonline.or